Introduction:
Human resource policies are systems of codified decisions, established by an organization, to support administrative personnel functions, performance management, employee relations and resource planning.
Each company has a different set of circumstances, and so develops an individual set of human resource policies.
The establishment of policies can help an organization demonstrate, both internally and externally, that it meets requirements for diversity, ethics and training as well as its commitments in relation to regulation and corporate governance of its employees. For example, in order to dismiss an employee in accordance with employment law requirements, amongst other considerations, it will normally be necessary to meet provisions within employment contracts and collective bargaining agreements. The establishment of an HR Policy which sets out obligations, standards of behavior and document disciplinary procedures, is now the standard approach to meeting these obligations.
HR policies can also be very effective at supporting and building the desired organizational culture. For example recruitment and retention policies might outline the way the organization values a flexible workforce, compensation policies might support this by offering a 48/52 pay option where employees can take an extra four weeks holidays per year and receive less pay across the year.
Human resource policies are the formal rules and guidelines that businesses put in place to hire, train, assess, and reward the members of their workforce. These policies, when organized and disseminated in an easily used form, can serve to preempt many misunderstandings between employees and employers about their rights and obligations in the business place. It is tempting, as a new small business owner, to focus on the concerns of the business at hand, and put off the task of writing up a human resource policy. All business analysts and employment lawyers will advise a new business owner to get a policy down on paper, even if it is a simple one drafted from a boilerplate model. Having policies written is important so that it is clear to all what the policies are and that they are applied consistently and fairly across the organization.
Objectives of the study:
1. To study the HR policies of the company.
2. To study the amendments made in the HR policies since the time of incorporation.
3. To find out the loopholes in the HR policy.
4. To provide the recommendations to modify the policy for the benefits of employee and company.
Number of Pages of Project Report: 30
Package Includes: Project Report
Project Format: Document (.doc)
Table of Contents of Project Report:
CHAPTER 1: INTRODUCTION
SUBJECTS COVERED BY COMPANY HR POLICIES
ADVANTAGES OF FORMAL HUMAN RESOURCE POLICIES
MAKING CHANGES TO EXISTING HR POLICIES
OBJECTIVES OF THE STUDY
SCOPE OF THE STUDY
CHAPTER 2: COMPANY PROFILE
CHAPTER 3: RESEARCH METHODOLOGY
RESEARCH DESIGN
DATA SOURCE
THE SAMPLE
SAMPLING TYPE
DATA COLLECTION
DATA ANALYSIS METHOD
CHAPTER 4: DATA ANALYSIS AND INTERPRETATION
CONCLUSION
SUGGESTION AND RECOMMENDATIONS
LIMITATIONS
QUESTIONNAIRE
REFERENCES
